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Human Resources

 

Forensic Psychophysiology

 

Services and Disciplinary enquiry.

We specialise in assisting companies to follow clear and concise IR processes within their environment to rehabilitate employees, or to collect sufficient proof documentation to be presented at a disciplinary hearing. We take pride to ensure that your bundle of evidence is ready for the enquiry should rehabilitation of the employee not be possible. We pride ourselves in the completeness of our investigation and process. We are specialists in the chairing and initiating of disciplinary hearings, therefore confirming your success in the process.

When chairing a disciplinary hearing as independent external Chairperson, we strive to be unbiased and ensure that the correct legal procedures is implemented, increasing your chances of success at the CCMA level and beyond.

You will receive a full and comprehensive report on our recommendation to protect you at CCMA. We take pride in our level of completeness to help you.

Mergers and Acquisitions.

iTRBS can guide you through the process of mergers and acquisitions. We will assist with the communication and transition period of the merger and acquisition phase and assist with the management of staff expectations, retrenchments and documentation.

Training Courses.

We offer extensive in-house training courses to help you educate and empower your management staff on the following:

(1)How to Chair a Disciplinary Hearing

(2)How to Initiate a Disciplinary Hearing

(3)Winning at the CCMA

(4)Conducting an Investigation

(5)Dealing with Sexual Harassment

(6)Absenteeism in the Workplace

(7)The Basics of Labour Law

(8)Employment Equity

(9)The Amendments to the Labour Relations and Basic Conditions of

Employment Acts

(10) Project Management

(11) We will design a course for your specific needs

We make use of highly qualified and subject matter experts to present training in your environment.

Lead investigations – misconduct at any level

iTRBS specialize in the process to lead investigations into any form of misconduct in your environment, for any level of employee, for any specific or multiple issue.

We will enter your environment as required, initiate various forms of interviews, discussions or open reviews with specific employees to ensure that evidence connecting, and evidence collection can be obtained for misconduct ranging from timekeeping issues, to sabotage. We ensure that the process of evidence is air tight to present at disciplinary enquiries, CCMA or Civil proceedings

Witness Presentation – Truth Experts

Our examiners are fully trained and capable of being called as an expert witness in a labour related case at the CCMA and as Forensic Phycophysiologists in Civil Court.

Specific Issue Testing.

Specific Issue Testing is used for any specific investigation as part of the documentation to prove your case. Normally for Forensic determination of deception. This type of testing is extremely accurate and includes a pre-assessment as well as interviewing to acquire a confession statement, after the testing phase. Normal application would include testing for theft, arson, murder, fraud, sexual offences, sabotage, and all other criminal suspected activities.

Periodical / Screen Testing.

Periodical or Screening Tests is used in practice to randomly test already employed staff. This testing is normally scheduled every 3 to 6 months to ensure that staff is not intimidated or have become involved in criminal action that would cause profit losses in stock or application of their duties. Periodical testing is applied best on a self-election coloured ball method. Periodical testing reduce predictable annual shrinkage and risk of abuse, to ensure that stock loss, information sharing and syndicates are kept at bay.

Infidelity Testing.

Testing for Infidelity is a service offered under specific terms and conditions. This type of intervention is highly complex and it is noted that there is no test for intention, only for actual actions.  At iTRBS we conduct Infidelity test at a secure and safe space. It is recommended that the examiner consult with both parties involved in a relationship.

Please note that all Infidelity tests carries a specific confidentiality agreement and will be dealt with at the highest professionalism.

 

Pre-employment Testing.

Pre-employment testing is conducted before or at onset of employment of a candidate into your business. The test include verification of the truthfulness of previous employment ethics and duties. It confirms non-membership of criminal syndicates and drug and alcohol usage. Where applicable, financial history is confirmed, where the post required a healthy financial standing.  Candidates applying for work in a financial post, cash access point, stock control post, driver, management and control post, or any other post that could cause your company valuable profit losses should undergo a pre-employment test. Other posts may include but is not limited to, packers, livestock management, and technical posts where installation of equipment is guaranteed and where stock loss can affect your bottom line. iTRBS advise that all new candidates undergo a polygraph test prior to the final offer is issued.

Company Policies and Documentation.

iTRBS can create specific policies for companies that meet the specialised needs of your business.

We know that without policies and rules you cannot discipline employees. And that you will be required to ensure that these are up to date with the latest legal requirements. That include but is not limited to:

1)Disciplinary Code.

2)Grievance Procedure Policy.

3)Employment Contracts (fixed term and standard).

4)Performance Improvement Program

5)General Business Policies

6) Service Level Agreement

Retrenchments.

iTRBS can negotiate on any matters related to labour law with employees and Trade Unions alike with your proxy.

The most common aspects negotiated are:

(1) Settlement agreements

(2) Wage negotiations

(3) Recognition of unions within a company

(4) Voluntary severance package

iTBRS can implement and manage any form of retrenchment process on behalf of our clients. A retrenchment process can become very complicated and the penalties imposed by the CCMA, when the process is not followed correctly, can be very costly.

We offer all Human resource services to our clients, please contact us should you wish to discuss your requirements.

We also have specialized partnerships in other fields including Recruitment and Advertising.

 

Our world class leadership

 

The Polygraph Process

When you sit down in the chair for a polygraph exam, several tubes and wires are connected to your body in specific locations to monitor your physiological activities. Deceptive behavior triggers certain physiological changes that can be detected by a polygraph and a trained examiner This examiner is looking for the amount of fluctuation in certain physiological activities.

Here’s a list of physiological activities that are monitored by the polygraph and how they are monitored:   Respiratory rate – Two pneumographs, rubber tubes filled with air, are placed around the test subject’s chest and abdomen. When the chest or abdominal muscles expand, the air inside the tubes is displaced. In an analog polygraph, the displaced air acts on a bellows, an accordion-like device that contracts when the tubes expand. This bellows is attached to a mechanical arm, which is connected to an ink-filled pen that makes marks on the scrolling paper when the subject takes a breath. A digital polygraph also uses the pneumographs, but employs transducers to convert the energy of the displaced air into electronic signals.   Blood pressure/heart rate – A blood-pressure cuff is placed around the subject’s upper arm.

Tubing runs from the cuff to the polygraph. As blood pumps through the arm it makes sound; the changes in pressure caused by the sound displace the air in the tubes, which are connected to a bellows, which moves the pen. Again, in digital polygraphs, these signals are converted into electrical signals by transducers.   Galvanic skin resistance (GSR) – This is also called electro-dermal activity, and is basically a measure of the sweat on your fingertips. The finger tips are one of the most porous areas on the body and so are a good place to look for sweat.

We sweat more when we are placed under stress. Fingerplates, called galvanometers, are attached to two of the subject’s fingers. These plates measure the skin’s ability to conduct electricity. When the skin is hydrated (as with sweat), it conducts electricity much more easily than when it is dry.   Some polygraphs also record arm, leg and other physical movements. As the examiner asks questions, signals from the sensors connected to your body are recorded on a single strip of moving paper.

How It Works

When you sit down in the chair for a polygraph exam, several tubes and wires are connected to your body in specific locations to monitor your physiological activities. Deceptive behavior triggers certain physiological changes that can be detected by a polygraph and a trained examiner This examiner is looking for the amount of fluctuation in certain physiological activities.

Here’s a list of physiological activities that are monitored by the polygraph and how they are monitored:   Respiratory rate – Two pneumographs, rubber tubes filled with air, are placed around the test subject’s chest and abdomen. When the chest or abdominal muscles expand, the air inside the tubes is displaced. In an analog polygraph, the displaced air acts on a bellows, an accordion-like device that contracts when the tubes expand. This bellows is attached to a mechanical arm, which is connected to an ink-filled pen that makes marks on the scrolling paper when the subject takes a breath. A digital polygraph also uses the pneumographs, but employs transducers to convert the energy of the displaced air into electronic signals.   Blood pressure/heart rate – A blood-pressure cuff is placed around the subject’s upper arm.

Tubing runs from the cuff to the polygraph. As blood pumps through the arm it makes sound; the changes in pressure caused by the sound displace the air in the tubes, which are connected to a bellows, which moves the pen. Again, in digital polygraphs, these signals are converted into electrical signals by transducers.   Galvanic skin resistance (GSR) – This is also called electro-dermal activity, and is basically a measure of the sweat on your fingertips. The finger tips are one of the most porous areas on the body and so are a good place to look for sweat.

We sweat more when we are placed under stress. Fingerplates, called galvanometers, are attached to two of the subject’s fingers. These plates measure the skin’s ability to conduct electricity. When the skin is hydrated (as with sweat), it conducts electricity much more easily than when it is dry.   Some polygraphs also record arm, leg and other physical movements. As the examiner asks questions, signals from the sensors connected to your body are recorded on a single strip of moving paper.

The Examiner

There are only two people in the room during a polygraph exam — the person conducting the exam and the subject being tested. Other people in the room during a test could greatly influence the results of the exam.

My role as a polygraph examiner is that of a seeker of truth. I’m looking for the truth. I am totally unbiased and neutral when a person walks in. As soon as I make an assessment that there’s no deception indicated, I immediately become that person’s advocate.

The polygraph examiner has several tasks in performing a polygraph exam:

  • Setting up the polygraph and preparing the subject being tested
  • Asking questions
  • Profiling the test subject
  • Analysing and evaluating test data

 

How the question is presented can greatly affect the results of a polygraph exam. There are several variables that a polygraph examiner has to take into consideration, such as cultural and religious beliefs. Some topics may, by their mere mention, cause a specific reaction in the test subject that could be misconstrued as deceptive behavior. The design of the question affects the way the person processes the information and how he or she responds.

Case Studies

Kapensi vs Premier Foods (LC)

Amalamated Pharmaceuticals LTD vs Grobler NO and Others (LC)

Malhangu vs CIM Deltak 1986/7/ILJ346

Gallant Vs CIM Deltak

  1. Shinga vs Gilbeys Distillers & Vintners (Pty) Limited, case no. NHN 11/2/10237 Industrial Court of South Africa

Magnum Shield Security vs Commisioner: Dale Ntsoane N.O (1st Respondent) Commission for Consiliation Mediation and Arbitration (2nd Respondent) Pailos Moatshe (3rd Respondent) Case No: JR2799/04 (September 2006) (LC)

  1. Truworths Limited vs Commission for Conciliation and Arbitration (1st Respondent) Khabo Mamba N.O (2nd Respondent) Rawu obo Adeline Masilela (3rd Respondent) Case No: JR789-07 (1 August 2008) (LC)
  2. Harmse vs Rainbow Farms, case no. WE 1728 of 9 July 1997  CCMA
  3. Govender vs Cargo and Container Services, case no KN 4881  CCMA
  4. Singh vs SBV Service Limited, case no KN 35440 (18 April 2000)  Commissioner C J Munks CCMA
  5. Mr J M Qabalatsane vs Fidelity Cash Management, case no NW 14877 CCMA  held at Klerksdorp  5 July 2000
  6. Zulu vs Morkels Stores (Pty) Ltd, case no KN 41022 (22 September 2000) Commissioner G. Jenkin  CCMA
  7. NECAWU vs Security Self Help, case no MP 10918. CCMA
  8. Bronwin Louisa Groenewald vs Nedbank case no, WE 22300 (31 January 2000) CCMA
  9. PETUSA vs National Trading Co, case no WE 15191 (3 April 2000) CCMA
  10. SASU obo D Mashele vs Security Self Help Case No: MP14591 (7 April 2000) CCMA
  11. Vivian Majola & one other vs Ulundi Cash & Carry  KN 48471 (13 August 2001) Commissioner Charles Anthony Oakes. CCMA
  12. Govindamah Pillay vs CCW Catering, case no KN 49880 (1 November 2001) Commissioner M I Madondo CCMA
  13. Avesh Sewran vs Standard Bank South Africa Case No: KN5193-01 (1 February 2002) Commissioner Leigh-Anne Dayal. CCMA
  14. FAWU obo Manatha (Mandlenkosi O) Michael Masondo (Union / Applicant) vs Pyramid Catering Supplier Case No: KN12996-01 (16 May 2002) Commissioner Karen Charles. CCMA
  15. CEPPWAWU obo Maliboho vs New United Pharmaceutical Distributors (PTY) Ltd Case No: GA14206-01 (26 September 2002) Commissioner Victoria van Rooyen CCMA
  16. SACCAWU vs The Cellars Hohenhort Hotel case no, WE 4118-02 ( 8 October 2002) CCMA
  17. NUMSA vs McCarthyMotor Holdings case no, WCU 76/02 (14 November 2002) CCMA
  18. NUMSA vs Shelco Shelving case no, WE 9841-02 (12 March 2003) Commissioner Vicky Smith CCMA
  19. NUMSA vs Lowveld Implement & Farm Equipment MP 2092-02 (17 June 2003) Commissioner Raymond Dibden CCMA
  20. Sadhasivan Naidu vs Antalis (Pty) Ltd case no, KN 18023-03 (3 December 2003) Commissioner M M Govender.
  21. Gajadhou Sukdeo vs NBL Bakers Biscuits Division KNDB664-04 (16 August 2004) Commissioner Wayne Paul CCMA
  22. Petros N Mzimela vs United National Breweries SA (PTY) Ltd Case No: KNDB8571-04 (23 May 2005) Commissioner: Richard Lyster CCMA
  23. SACCAEU obo Mokalapa S vs Truworths Case No: GAPT 549-06 (18 November 2006) Commissioner: Braam van Wyk CCMA
  24. James N Njiyela vs Sasko Baking Case No: KNDB10386-07 (29 October 2008) CCMA

For peace of mind about your most costly business commodity, contact us for a quote on ad-hoc requirements or retainer offerings.

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Our Vision – “Together we protect your business, helping you show profit every step of the way. “ We operate on Integrity, Honesty and Commitment. Our Mission – iTRBS is founded on the belief that integrity, honesty and commitment shouldn’t break the bank. Our goal is to change the way people think about Human Capital Management, Industrial Relations and Truth Verification coupled with Investigation by delivering premium services at fair prices.

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